Maybank has been titled the award for the best recruitment innovation for creatively improving upon its existing hiring processes, services, user satisfaction and effectiveness.
The company won the gold award in Human Resources’ regional Asia Recruitment Awards 2015, held in Kuala Lumpur, Malaysia.
Judged by existing HR practitioners, the company was recognised specifically for innovation within its graduate recruitment programme titled Maybank GO Ahead Challenge (MGAC).
An international business case competition, the MGAC was designed to unearth talents beyond academic excellence, and to provide students with an idea of a how a real business environment is.
The MGAC is unique for various reasons, including offering the highest cash prize in the market, having a diverse range of candidates, and being a fully online programme to cater to the new Gen Y.
The programme has resulted in effective results, with the company improving its retention rate by 35% since the introduction of the programme in 2012.
The company’s acceptance rate has also increased to 85%, while recruitment cost for entry-level graduates has significantly reduced by 40%.
Held in Kuala Lumpur, Malaysia, the silver award for this category was presented to ManpowerGroup Malaysia.
ManpowerGroup had already established itself as one of the top three global HR solutions providers in Malaysia.
The company knew, however, that it must innovate in order to build up a steady and aggressive momentum that the business required for continuous growth, while at the same time stay ahead to fulfill clients’ needs in a fast changing and volatile new era.
An innovation was especially required with regards to the diversity of its demographics. In 2012, out of the 126 headcounts in ManpowerGroup Malaysia, majority of them were females at staggering 70% and Gen-Y at 63%. Most of the internal staff, which at 92%, were working on full time basis and the rest on contracts.
The company began to find talents, keeping in mind that its foundation was to maintain and fortify the equal opportunity work environment that it had, that it is to be is non- discriminating and engaging at all levels, at all times. The major influence towards diversity and inclusion was a top down approach.
For selection process, career development consideration and building effective team, ManpowerGroup Malaysia incorporated useful and validated assessment tools to help determine appropriate directions and decisions.
For mid and senior level hiring, the company engaged the Caliper Profile, a scientific instrument that gathers an individual’s natural strength, motivators and potential to succeed in a particular role.
From 6, the company now has nine nationalities as core employees and a startling number of 19 as associates.
There are now also 63% female against 37% male for internal staff and 51% females and 49% males within its contingent employees.
“In 2014, we evolved away from a decentralised network to an efficient hub – centre of excellence. The bold move impact not only the overall efficiency of operations but benefit clients, associates and internal employees,” said Michelle Teoh, strategic account manager, ManpowerGroup.
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